Rogers Vs Bell Business Internet Services
When it comes to choosing an Internet Service Provider (ISP) for your business, figures and prices can get confusing. Bell and Rogers are the biggest names in the industry in Canada, but what do they specifically offer businesses? Business Review Canada has taken a closer look at the companies’ offerings, feedback and prices to make choosing between the two easier.
With Bell’s Business Internet, businesses can build custom Internet solution for their needs. Offering up to a 6 Mbps download speed, an upload speed as high as 800 Kbps, five email accounts with 1 GB of storage, wi-fi capabilities, up to 300 GB of data monthly and a domain name, Bell’s package includes a wide range of important services and costs companies $77.50 a month for the best service.
On the other side, many critics do not agree with Bell’s bandwidth caps. Much to the chagrin of many avid Internet downloaders, if customers run over their allotted download amount (in which there is no warning), the customers are charged penalty fees. As this usually mainly affects consumers who stream video content and download large files, this may not be a huge issue for businesses.
Additionally, Bell has been under scrutiny lately. Fined $10 million for its misleading ads by the Competition Bureau, Bell was held accountable for its poor advertising practices. What were they doing wrong? The Competition Bureau concluded that since December 2007, Bell charged higher prices than advertised for many services. Even more, the advertised prices were unavailable as mandatory fees were hidden from consumers in the fine print of its ads. The company cooperated with the Competition Bureau in June 2011 and agreed to modify its non-compliant advertisements.
As a whole, Bell Canada has 50,000 employees and is based in Montreal. Its customer service line is open 24 hours a day and is run out of North American call centres. Even further, John Watson, Bell Canada’s Executive Vice President of Customer Operations, seems to be pretty accessible. His email is published publicly online ([email protected]) and many have had their issues with the company resolved through his help.
Roger’s Business Internet plans boast that it is a fast, reliable Internet solution for enterprises. Offering download speeds of up to 30 Mbps, an upload speed that can reach 2 Mbps, up to nine Rogers email accounts, static IP addresses, Roger Online Protection Business Edition, and 24/7 technical support, Rogers Business Internet has a lot of services in its ISP packages and costs companies $149.95 for the best Internet service.
Critics say that Roger’s monopoly on many areas leaves customers with no choice, something the company can potentially take advantage of. This paired with bad link redirects to their search portal and advertisements in webmail even though consumers pay for the service are seen as unethical promotion of their own business.
Based in Toronto, Rogers Communications Internet division employs 28,000. The company, in general, benefits the community in which it resides by donating one per cent of pre-tax earnings to charities each year. Customer service centres at Rogers are also open 24 hours and operate in North America.
Since it is almost impossible for a company to operate without Internet access these days, choosing between the two similar Canadian ISPs is not only tough, but important. A business must consider what services are most important to make the best choice. Whether price, speed or customer service matters most, each company has its own pros and cons, therefore research is crucial. The points in this article are important to keep in mind, but businesses can also utilize the Internet, friends and colleagues for valuable insight in their search.
How changing your company's software code can prevent bias
Two-third of tech professionals believe organizations aren’t doing enough to address racial inequality. After all, many companies will just hire a DEI consultant, have a few training sessions and call it a day.
Wanting to take a unique yet impactful approach to DEI, Deltek, the leading global provider of software and solutions for project-based businesses, took a look at and removed all exclusive terminology in their software code. By removing terms such as ‘master’ and ‘blacklist’ from company coding, Deltek is working to ensure that diversity and inclusion are woven into every aspect of their organization.
Business Chief North America talks to Lisa Roberts, Senior Director of HR and Leader of Diversity & Inclusion at Deltek to find out more.
Why should businesses today care about removing company bias within their software code?
We know that words can have a profound impact on people and leave a lasting impression. Many of the words that have been used in a technology environment were created many years ago, and today those words can be harmful to our customers and employees. Businesses should use words that will leave a positive impact and help create a more inclusive culture in their organization
What impact can exclusive terms have on employees?
Exclusive terms can have a significant impact on employees. It starts with the words we use in our job postings to describe the responsibilities in the position and of course, we also see this in our software code and other areas of the business. Exclusive terminology can be hurtful, and even make employees feel unwelcome. That can impact a person’s desire to join the team, stay at a company, or ultimately decide to leave. All of these critical actions impact the bottom line to the organization.
Please explain how Deltek has removed bias terminology from its software code
Deltek’s engineering team has removed biased terminology from our products, as well as from our documentation. The terms we focused on first that were easy to identify include blacklist, whitelist, and master/slave relationships in data architecture. We have also made some progress in removing gendered language, such as changing he and she to they in some documentation, as well as heteronormative language. We see this most commonly in pick lists that ask to identify someone as your husband or wife. The work is not done, but we are proud of how far we’ve come with this exercise!
What steps is Deltek taking to ensure biased terminology doesn’t end up in its code in the future?
What we are doing at Deltek, and what other organizations can do, is to put accountability on employees to recognize when this is happening – if you see something, say something! We also listen to feedback our customers give us and have heard their feedback on this topic. Those are both very reactive things of course, but we are also proactive. We have created guidance that identifies words that are more inclusive and also just good practice for communicating in a way that includes and respects others.
What advice would you give to other HR leaders who are looking to enhance DEI efforts within company technology?
My simple advice is to start with what makes sense to your organization and culture. Doing nothing is worse than doing something. And one of the best places to start is by acknowledging this is not just an HR initiative. Every employee owns the success of D&I efforts, and employees want to help the organization be better. For example, removing bias terminology was an action initiated by our Engineering and Product Strategy teams at Deltek, not HR. You can solicit the voices of employees by asking for feedback in engagement surveys, focus groups, and town halls. We hear great recommendations from employees and take those opportunities to improve.